Government of India

Ministry of Railways

SUMMARY OF
RECOMMENDATIONS
MADE DURING

WORKSHOP ON
6th PAY COMMISSION

6th October 2006

Indian Railways Institute of Civil Engineering

Pune

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 Summary of Recommendations made during the Workshop on 6th Pay
Commission held at IRICEN on 6.10.2006.

Present:

Zonal Railways

1. Shri Gopal Khairwar, CGE, Eastern Railway, Kolkata

2. Shri S.K. Arora, CGE, East Central Railway, Hajipur
3. Shri Vijay Kr. Singh, Dy.CE/TMs/East Coast Railway, Bhubaneswar
4. Shri Dharam Singh, CGE/Northern Railway, New Delhi
5. Shri Ashok Kumar,CE(G) /North Central Railway, Allahabad
6. Shri Ashwani Saxena, CGE/North Western Railway, Jaipur
7. Shri S.K. Srivaastava, CGE/Southern Railway, Chennai
8. Shri Anil Kumar Malik, CE/TP/South Central Railway, Secunderabad
9. Shri Neeraj Jain, CTE/South Eastern Railway, Kolkata
10. Shri S.B. Ninawe, CGE/South East Central Railway, Bilaspur
11. Shri D.K. Garg, CGE/South Western Railway, Hubli
12. Shri K.M. Tripathi, CE/Wks/Western Railway, Mumbai
13. Shri B.S. Chittoria, CE(G)/West Central Railway, Jabalpur

IRICEN
1. Shri Shiv Kumar, Director
2. Shri Suresh Gupta, Dean

Director IRICEN welcomed the participants of the Workshop on 6th Pay

Commission and presided over the brain storming session regarding
suggestions to be made to 6th Pay Commission.

Summary of the recommendations made during the workshop is as

follows:
1. Group ‘C’ & ‘D’
1.1 Discussions:

1.1.1 Trackmen – At present there are three scales for trackman as given
below:
(i) Junior Trackman – Rs. 2610 –3540
(ii) Senior Trackman – Rs. 2650 – 4000
(iii) Head Trackman – Rs. 2750 – 4400
It was very strongly recommended by all the participants that the working
condition for trackmen are the hardest as compared to any other
categories of Group ‘D’ employees. They have to work in rain, extreme
cold and hot weather. Also in the course of patrolling, they have to work
during hottest & coldest part of the year. Eventhough at present lowest
scale of trackman (2610 – 3540 ) is little more than that of Khalasi (2550
– 3200 ). But this is hardly sufficient. The grade of trackman should be
substantially higher than that of Khalasi.
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1.1.2 The present system of Trackman in 3 categories ( i.e. Jr. Trackman, Sr.
Trackman & Hd. Trackman) should be done away with and there should
be only 2 categories i.e. Trackman and Track Fitter.

1.1.3 The track laying & maintenance is gradually being mechanized & Indian
Rlys have already embarked upon its goal of complete mechanization of
relaying & mechanization by 2012, which will necessitate utilization of a
number of small track machines which the present trackman will not be
able to handle and therefore it was very strongly recommended that the
50% of the trackman’s posts as calculated as per the MCMTM formula
should be upgraded to Group ‘C’ and designated as Track Fitter.
Remaining 50% can be retained in Group ‘D’ and called as Trackman. It
was also suggested that the 50% of the posts of Track Fitter may be
filled by direct recruitment from ITI and 50% from posts of Trackman.

1.1.4 During the deliberations, it was felt that there are so many tiers of
inspectors and it will be better if we merge posts of Junior Engineer-II in
the scale of 5000 – 8000 & Junior Engineer-I in the scale of 5500 – 9000
and redesignate the post as Junior Engineer.

1.2 Recommendations:

1.2.1 Trackman

(i) The Trackman grade should be 2750-4400. Gross emolument

(Basic + DP+ DA) of the Trackman in the lowest grade should be
minimum of Rs.10,000/-. It should be at least 25% higher than
that of Khalasi.
(ii) Most of the Trackmen may not get promotion as their avenue of
promotion is very limited compared to their number and therefore
it is recommended that there should be running scale for
Trackman so that they can continue to draw increments.
(iii) Owing to their hardest nature of work amongst all group ‘D’
employees of Railways, it is strongly recommended that Trackman
may be given 30% of pay as hard duty allowance.

1.2.2 A ‘tool maintenance allowance’ is proposed for mate, keyman, gateman

for maintaining their tools in good condition at any point of time.

1.2.3 Quarter for trackmen: Quarters for trackmen may be provided at major
stations where they can keep their families so that their children can get
proper education. Trackmen may be housed in barrack accommodation
at gang hut locations. This will ensure availability of gangmen at ganghut
locations in odd hours and will ensure proper living conditions to their
families.

1.2.4 Uniform allowance to all Engineering staff who are entitled to uniform
should be introduced instead of poor quality supply which is now in
practice.
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1.2.5 Track Fitter:

(i) Track Fitter should be in grade of Rs.3050 – 4590. The total

emolument of the minimum of grade of scale should be minimum
of Rs. 12,000/-.

1.2.6 Gatekeeper:

(i) Engineering Gatekeeper does same duty as that of Cabinman

including exchange of Private No. & Train passing etc. Therefore,
it is recommended that the scale of Engineering Gatekeeper
should be same as that of Cabinman (4000 – 6000). Minimum
emolument of the Engineering Gatekeeper should be increased to
14,000/- and their avenue of promotion should be to become a
P.Way Supervisor.

(ii) Generally Engineering Gates are located at remote locations

which lack essential amenities unlike traffic gates which are in the
vicinity of the railway stations & therefore have provision of
essential facilities. Therefore, duty of the Engineering Gatekeeper
is definitely much harder and as such Engineering Gatekeeper
should be paid 30% of pay as hard duty allowance.

1.2.7 Keyman:

Keyman should have the same pay scale as that of Gatekeeper (i.e.
Rs.4000 – 6000). The Gross emolument of the minimum of the pay
scale should be Rs.14,000/-. Keyman should also have a running scale.

1.2.8 Mate:

As most of the track is being laid with concrete sleepers with LWR and
many maintenance activities require the presence of P.Way Supervisor,
it was agreed during the workshop that we may abolish the post of
Gangmate and combined two gangs and make P.Way Supervisor as in-
charge of the gang.

1.2.9 P.Way Supervisor – The scale of P.W.S. should be 5000 – 8000 and the
total emolument at the minimum of scale should be Rs.16,000/-.

1.2.10 Junior Engineer – At present there are two scales of Junior Engineers as
follows:
(i) Junior Engineer–I : Gr. 5500 – 9000
(ii) Junior Engineer-II : Gr. 5000 – 8000
These two scales of Junior Engineers should be merged and post should
be called as Junior Engineer and have the scale of Rs.5500 – 9000. The
total emolument at the minimum of scale should be Rs. 17,500/-.

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1.2.11 Section Engineer – The present scale of 6500 – 10500, the same may
be retained. However, the gross emolument at the minimum of pay scale
should be Rs. 20,000 /-.

1.2.12 Senior Section Engineer – (Gr. 7450 – 11500). The gross emolument at
the minimum of pay scale should be Rs. 22,000 /- .

1.2.13 Pass rules may be modified to accommodate certain categories of Gr C

staff (for e.g. in Scale 5000-8000 & 5500-9000) with certain minimum
basic and have completed more than 12 years service to entitle them
travel by IIIrd AC class.

1.2.14 Linking promotion of artisan grade to learning a new trade –

Tech (MCM) -Rs.5000-8000, Tech-I -Rs.4500-700, Tech-II – Rs.4000-

6000, Tech-III –Rs.3050-4590/- - Artisans cadre is extremely inefficient
due to a system of working dating back from the colonial era. These are
also the feeder channel for departmental promotion to Work Supervisors
where they find difficulty since their skills are limited to one trade. Also
while quite a few of the works are being done through contractual
agencies the supervisors still would like to maintain a cadre of at least
one of each trade for emergencies / exigencies and often work really
required it may kept delayed since there are few artisan of that trade.
Also a particular type of work cannot be done on a war footing in section
for paucity of artisans required in adequate numbers. Hence, it is
proposed that whenever an artisan gets promoted the higher-grade
promotion should be linked to acquiring a skill in an additional relevant
trade. For acquiring a multi-trade skill the staff could be sent for training
also.

1.2.15 Additional incentive for JE/SSE, P.Way for working as USFD

Operators – SSE (P.Way) Rs. 7450-11500, SE(P.Way) Rs.6500-
10500, JE(I) Rs.5500-9000, JE(II) Rs.5000-8000, Supervisor Rs.4500-
7000 -

Presently JE/SE/SSE/P.way go as USFD operators on ex-cadre posts

enjoying one ad-hoc promotion. Since the USFD posts are considered
ex-cadre there are pressure from some quarters to revert them to the
parent cadre after their “Tenure”. The USFD trade is very specialized
one where experience and “feel” are very important. Furthermore the job
of USFD operators is very arduous in that they have to be on the foot
working throughout the day, maintaining close concentration on the
oscilloscope screen. A suitable incentive say 30% of (basic + DP) may
be given to USFD operators.

1.2.16 It is proposed to increase the LDCE quota in PWS and artisan category
to 50% as adequate candidates are not qualifying LGS.

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1.2.17 Time period for ACP (Assured Career Promotion) should be 8/16
years instead of 12/24 years as of now – In the present structure of
pay scales, in a span of 12 years, normally half of the next higher scale is
reached and no benefit is derived with ACP after 12 years. The limit of
12/24 years should be reduced to 8/16 years.

1.2.18 Conveyance allowance for Works category supervisor -

The works category supervisor has to extensively visit various places in

and around the colony within 8 KMs by using their own vehicles. A lump
sum conveyance allowance for this category of staff needs to be paid
without submitting any supporting documents.

1.2.19 Breakdown / accident allowance should be enhanced to 5 times as of

now – During break down the staff work round the clock under extreme
climatic conditions and they should be suitable compensated for their
hard work.

2. Group ‘A’ & ‘B’

2.1 Junior Scale (Gr. 7500 – 12000 ) - The total emolument of the Assistant
Engineer in the Jr. Scale (Gr. 7500 – 12000) at the minimum of pay scale
should be Rs. 40,000/-.

2.2 Senior Scale (Gr.10000 – 15200 ) – The total emolument of the Senior
Scale at the minimum of pay scale should be Rs. 55,000 /-.

2.3 Junior Administrative Grade ( Gr. 12000 – 16500 ) – The total emolument
of the Junior Administrative Grade at the minimum of pay scale should
be Rs. 70,000 /-.

2.4 Selection Grade ( Gr. 14300 – 18300 ) – The total emolument of the
Selection Grade at the minimum of pay scale should be Rs. 85,000/-.

2.5 Senior Administrative Grade (Gr. 18400 – 22400) – The total emolument
of the Senior Administrative Grade at the minimum of pay scale should
be Rs. 1,00,000/-.

2.6 Super Senior Administrative Grade –

With the upgradation of the posts, the officers will be in Senior

Administrative Grade for sufficiently long time and there is every
likelihood that officers get stagnated; and therefore it is recommended
that there should be one more intermediate grade(Super Senior
Administrative Grade) between Senior Administrative Grade (Gr. 18400 –
22400 ) and Higher Administrative Grade (Gr. 22400 – 24500).

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 This will be the intermediate grade between SAG & HAG and may be
given to officers who have completed 6 years of service in SAG. The
total emolument of Super Senior Administrative Grade at the minimum of
pay scale should be Rs. 1,20,000 /-. The key posts at Headquarters that
of CTE/CBE can be placed in this intermediate grade with posts like
CE/TSP, CE/TMC reporting to CTE and CE/Workshop etc. reporting to
CBE.

2.7 Higher Administrative Grade (Gr. 22400 – 24500 ) – The total emolument
of the Higher Administrative Grade at the minimum of pay scale should
be Rs. 1,50,000 /-

2.8 There should be some significant difference between the minimum of

salaries in the pay scale of Gr. C and the minimum of the Gr. B. At
present it is only Rs. 50/-.

2.9 Number of Gr. B posts may be increased to facilitate promotion of

eligible/capable employees of Gr. C into Gr. B cadre.

2.10 Promotion under NBR – The officers /staff are on deputation are being
deprived of the benefit of promotion under NBR in case his next junior
does not join his duty on promotion and next to next junior is also
promoted. On promotion of next to next junior benefit of promotion under
NBR to be extended to the Officers /staff i.e. ABR (Any Below Rule)
instead of NBR.

3. General

3.1 The Pay Commission should be a multimember commission and should

include the persons from various fields i.e. civil service, technocrats,
scientists, etc.

3.2 Retrospective implementation of VI Pay Commission

recommendation:

As per the recommendations of the 5th Pay Commission, the 6th Pay
Commission should be constituted and the new pay scales should come
into effect from 1-1-2006. Hence, the recommendation of 6th Pay
commission should have retrospective effect from 1-1-2006. Also an
interim relief equal to 10% of the pay plus D.P. or Rs. 1000 whichever is
more should be given immediately w.e.f. 1.1.06.

3.3 Minimum Pay -The minimum basic salary in the lowest grade should be
fixed on the criteria that this salary should be adequate for the employee
with a family of average 4 persons to live with a reasonable standard of
living. Thus minimum starting pay at the lowest grade should be
Rs.8000/-.

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3.4 In the present era where private sectors and MNCs are giving quite
handsome salaries to technical people and people with specialized
qualification, there is a strong need to effect the significant increase in
the salary of the government services :
• to retain the existing personnel in the government service
• to attract competent persons into the government service.
Further the present disparity in the service conditions between the
technocrats / scientists and civil servants should be done away.

3.5 Keeping in view the shortage of staff & officers in technical deptt., Rules
regarding extension of service for technical Gazetted establishment
should be liberalized beyond the age of superannuation.

3.6 While joining group ‘A’ services, officers are aware that they will be
transferred at regular interval. In some cases, they are transferred too
frequently, which causes a lot of strain – mental, physical and financial.
It is therefore proposed that a transparent transfer policy should be in
place. However, to compensate for the strain due to frequent transfer,
transfer allowance equal to 3 times the normal transfer allowance should
be paid if the Head Quarter of an employee is disturbed within 1 year of
previous transfer and twice the normal transfer allowance should be paid
if an employee is transferred within 2 years.

3.7 To encourage the induction of persons with higher qualifications

particularly in technical / specialized fields, there should be incentive for
additional increments or early promotion. If a person acquire additional
qualifications during the service, he should be given suitable incentive.

3.8 To equalize the advantage of Pay commission benefits the point to point
fixation in revised scales should be ensured and to avoid stagnation, the
number of stages in pay scale should be increased. Further 3% of the
maximum of the pay scale should be given as stagnation allowance.

3.9 Technical persons should be allowed to do consultancy outside the

government department. A part of consultancy fee say 20% may be
deposited by the concerned employee with government. This will help in
keeping the technocrats more up-to-date with the latest technical
advances in their respective fields or NPA should be given to engineers
similar to Doctors.

3.10 The actual expenditure incurred on other income other than salary
income is exempted from Income Tax. To do way with this disparity, the
standard deduction of 30% without any limit should be allowed from
salaried income at par with income from House property.

3.11 The parents after they acquire senior citizenship at the age of 60 years
should be included in the definition of employee’s family, which is very
much necessary to discharge the social responsibilities of the employee
towards parents.
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3.12 Group Insurance Scheme – As per the recommendations of IV pay
commission, the rates of subscription and the corresponding insurance
cover under the Group Insurance Scheme was increased from 1.1.1990
and the same is continuing at present. Considering the increased cost of
living, there is a justification for increasing the Insurance Cover. The
Insurance cover under the Group Insurance Scheme has to be increased
substantially as given below:

(a) Group ‘A’ Officers – Rs. 20 lakhs

(b) Group ‘B’ officers – Rs. 10 lakhs
(c) Group ‘C’ - Rs. 7 lakhs
(d) Group ‘D’ - Rs. 5 lakhs.

3.13 Retirement Benefits – In order to provide relief to the retired employees

especially considering the increased cost of living and cost of medication,
the retirement benefits required to be enhanced liberally.

(a) Minimum Pension / family pension should be raised from Rs. 1,275/-
to Rs. 3,500/-.
(b) The existing upper ceiling of gratuity should be removed and be kept
on percentage basis.
(c) To take care of increased medical / hospitalization cost, system of
medical insurance should be introduced.

3.14 (i) If rest house is not available, the railway officers shall be allowed
to stay in private hotels at par with public sector undertakings like
RITES, IRCON etc.
(ii) The hiring of vehicles by officers should be permitted when they
go outside their headquarters on duty on line with PSU like
RITES, IRCON, etc.

3.15 (i) D.A. at par with the basic pay should be admissible for all
allowances to cope up with the rise in price index.
(ii) Pay Commissions are set up after 10 years and the increment
once decided remains the same till next Pay Commission is set
up; and therefore it was felt that the increment in any grade should
not be fixed but it should also be linked to price index.
(iii) HRA should be commensurate with the lease amount being paid
to PSUs..

3.16 During the entire service career an employee may be allowed to go in for
private service for a period of 6 years in 2 spells. The first spell should
be allowed after 10 years of service and second spell may be allowed
after 25 years of service to explore alternate career option. Officers and
staff should be allowed to come back and continue in the government
service without loss of seniority. It is learnt that similar facilities are there
for IAS & also in some State Government e.g. Rajasthan & Maharashtra.

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3.17 If the department is paying bonus to an employee it should be paid to all
from top to bottom as everybody contributes to the success of the
organization.

3.18 As most of Railway staff is posted away from Divisional HQ & Zonal HQ,
it is not possible for them to avail Railway medical facilities. It is also
economically not prudent for the employee to go to Railway hospital for
small problems. As is practice in some PSUs, fixed medical allowance
should be paid to meet outdoor expenses. For indoor medical
requirement, Railway hospital should come into picture. This will give
much needed relief to staff posted at way side stations.

3.19 Rules regarding withdrawal from NCPF should be liberalized without any
precondition.

3.20 Teaching Allowance should be raised to 30%. Staff working in the

Training Institute should also be paid similar allowance.

3.21 VRS may be allowed after 15 years.

3.22 (i) Encashment of LAP should be permitted annually. Besides there

should be no limit on accumulation of LAP.

(ii) Benefit of encashment of LHAP is available in most of the

organizations with the intention to encourage their employees not
to avail LHAP. Similarly encashment of LHAP in railways should
be liberalized and encashment benefit should be made available
in the Railways at par with the LAP without any ceiling limit.

3.23 Every promotion shall result in increase of salary by at least 20%.

3.24 In case retention of house is permitted on transfer on administrative

account an allowance for maintaining double establishment equivalent to
25% of basic pay shall be given.

3.25 It is learnt that officers of Defence Forces who do not go beyond the rank
of Lt. Col. & they retire at an early age of 50 years or so, are being
sponsored for management courses in IIMs for alternate jobs after
retirement. Therefore, to tackle similar situation of back log of
promotions, or the officers who are denied key posts due to age
consideration or Rlys are not able to provide satisfactory carrier
progression to them, then such officers should be given opportunity of
joining management courses / higher degrees courses officially.

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3.26 Enhancement of TA/DA rates : The present rates are grossly
inadequate to cover the various expenditure likely to be incurred by the
officials while on tour. The present limit should be enhanced by at least
four times to cover the expenses. It should also be linked to price index.

3.27 Air travel on duty for SA Grade, Selection Grade and JA Grade officers to
be allowed in case train journey is more than 12 hours. - At present SAG
officers are allowed to travel by air for one side normally and for both the
sides in special cases with the personal approval of General Manager.
Air travel for both sides for SAG officers should be allowed. Facility of air
travel should also be extended to Selection Grade/JA Grade officers.

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